CHAPTER-1

INTRODUCTION
1. INTRODUCTION
Peoples are the most valuables asset of an organization. Hence, it
should be managed well. It is an essential part of every managed
responsibility. Now a days many organizations find it useful to set up a
specialist section to provide expert service in the performance of human
resource function

Human resource management is a function that helps the managers to

recruit. Select, train develop, retain superior people in the organization
Among them an important function that performs is the retaining
function. People will be ready to work in the organization for a long
time only when they get satisfaction from the performance of their
work. So here management should want to take all measures that will
increase the satisfaction of workers or employees. The job satisfaction
is the state of mind when an employee is happy about his working
conditions

Job satisfaction is the level of content a person deal regarding his or het
job The feeling is mainly based on an individual’s perception of
satisfaction, job satisfaction can be influenced by a person’s ability to
complete required task, the level of communication in an organization
Job satisfaction is the favourableness of unfavourableness with which
the employee views his work, It expresses the amount of agreement
between one’s expectations of the job and the rewards that the provides
Job satisfaction is a part of life satisfaction. The nature of ones
environment of job is an Important part of life. As job satisfaction
influences ones general life satisfaction Job satisfaction thus, is the
result of various attitude process by an employee.
1.1 STATEMENT OF THE PROBLEM
Nowadays, the satisfaction level of employees on their job in an
organization is essential for smooth running and the attainment of
objectives of an organization. Job satisfaction must be considered as an
essential element to ensure that the employees are working efficiently
and to the attainment of organizational objectives in a success manner.
Hence This study is conducted to know the satisfaction level of the
employees in the organization at Pavithra Kera Products.

1.2 SCOPE OF THE STUDY

Job satisfaction plays a pivotal role in influencing employee
performance and overall organizational success. A focused study on
Pavithra Kera Products, an SSI unit situated in Alathur, Palakkad,
offers valuable insights into the effectiveness of job satisfaction among
its staff and workers.

Satisfied employees are more motivated, leading to increased

productivity and efficiency. High job satisfaction also lowers employee
turnover rates, minimizing recruitment and training costs. Moreover,
content employees contribute to a positive organizational culture,
fostering collaboration and teamwork.

To enhance employee satisfaction, the management can implement

several strategies. Conducting regular employee satisfaction surveys
can help gather feedback and identify areas for improvement. Offering
professional development opportunities, such as training and career
advancement programs, can enhance skills and job satisfaction.
Recognizing and rewarding employee achievements can boost morale
and motivation. Additionally, promoting policies that support a healthy
work-life balance can contribute to overall job satisfaction.

By focusing on these strategies, Pavithra Kera Products can enhance

employee satisfaction, leading to higher productivity and overall
organizational success.

1.3 OBJECTIVES OF THE STUDY

1. To study the employees perception towards the organization.
2. To measure the level of employee satisfaction towards their job.
3. To understand the problem of the employee in their working
condition.

1.4 RESEARCH METHODOLOGY

Research methodology is a systematic approach to solving research
problems. It involves understanding and applying various steps in a
structured manner to achieve reliable and valid results. In this study,
descriptive research was used to analyze and interpret the data.

1.4.1 Research Design

Descriptive research design was used to study “ job satisfaction among
employees.”

1.4.2 Population
The population covered under the study is 55 employees working under
Pavithra Kera Products Alathur Palakkad.
1.4.3 Sample Size
The study constitutes among 50 respondents

1.4.4 Sample Design

Random sampling method is used for selecting the sample unit. The
sample of 50 respondents were selected out of more than 55 employees
in the organization

1.5 METHODS OF DATA COLLECTION

Primary data and secondary data are collected and used for this study.

1.5.1 Primary Data

Primary data was collected through a questionnaire and through
employees in this project the primary sources are questionnaire face to
face interview and observation

1.5.2 Secondary Data

It includes both internal and external data Internal data were Obtained
from company manuals, brochures etc.. external data are current
information regarding the company Subject is obtained from online
sources, Magazines etc..

1.6 TOOLS USED FOR THE STUDY

The tools used for the data presentation and analysis are statistical tools
it includes both numerical and graphical such as, bar diagram, column
chart and percentages.
1.7 DUARATION OF THE STUDY
The period of the study was 21 days from 09/12/2024 to 03/01/2025

1.8 LIMITATIONS OF THE STUDY

 Since some of the workers are illiterate, if find difficult to collect
data.
 Due to the limitations of time researcher could not be made more
detailed.
 The study conducted only for a short period.
 CHAPTER-2
REVIEW OF LITERATURE
A literature review plays a very important role in the research paper. It
is to summarize and synthesize the arguments and ideas of others. It
also includes a critical evaluation of the material. This chapter deals
with the 15 studies carried out by various researcher on employee
satisfaction, it helps to understand about the various methodology and
techniques used in study which helps to conduct the present study in
new dimensions.

1. Nupur Tripathi and Dr. Bharti Shukla (2019): Was

commissioned to study on “Employee job satisfaction in retail
sector of GORAKHPUR (BIG BAZAR and VMART). The main
objective of the study was to measure the satisfaction level of the
employees and employee perception towards organization. 100
employees of different retail sectors from V mart, spencer’s and big
bazars are selected for research. A descriptive research design shall
be adopted for the purpose of this study. The data were collected
from the employee by administrating a structured questionnaire,
observation method, Interview and discussion with management.
For the data collection of secondary data textbooks, reference
books, journals, internet had been used. A single questionnaire had
been created and administered from the analysis the project was
concluded that the job provides opportunity to employees to use
their skill at work place. Number of employees are satisfied that
they are getting flexibility in coordinating with work and they are
satisfied with the existing culture of organization and they are
showing their involvement and commitment with their organization.
2. Dr. A. Sivakumar and A. Arun (2019) Were worked on the topic
“Job satisfaction among us teachers in Coimbatore district Job
satisfaction denotes to a person’s feeling of satisfaction on the job,
which turns as a motivation to work. It is not the self-satisfaction,
gladness or self-contentment but the satisfaction on the job. This
study was conducted to know about the satisfaction among school
teachers and to find out whether there is any significant difference
of the school teachers towards job satisfaction. A simple random
sampling technique was adopted for selecting 215 teachers from the
Coimbatore district. It was found that the level of job satisfaction
among school teachers is average and there is a significant
difference of the school teachers towards job satisfaction between
rural and urban locality of the school and years of experience. The
favourable job satisfaction help the teachers to be a successful
person in the field of education.

3. SanalSunny (2018): Was worked on the project titled A study on

job satisfaction of employees in sun plastic private limited
Valappaya”. This study was conducted to analyse the general
problems of employees and to find out the relationship between
workers and management. The study was conducted among the
sample of 50 respondents. The primary data was collected through
survey, interview and discussion and with the help of questionnaire.
Secondary data were those which have been collected by some
other persons for his purpose and published the secondary data
collected through journals and annual report of the company. Bar
diagram, pie diagram and simple diagram are the tools used for the
analysis. The project was carried out sun plastic private limited for
a period of 21 days. This study reveals the fact that the level of
 satisfaction is depend upon various factors such as salary packages,
working environment, relationship within the organization, welfare
activities etc. After the detailed analysis of factors, the study
concluded that the workers are moderately satisfied. Their level of
satisfaction is average

4. Marcel Chinemere Okeke (2018): Was worked on the topic “Job

satisfaction and employee performance in selected bakeries in
Anambra State”. The main objective of the study is to investigate
the effect of job satisfaction on employee’s productivity in the
private sector. The specific objectives are to investigate the effect of
talent development on employee productivity, ascertain how reward
and recognition influence employee productivity. It adopted survey
design. Data were mainly from Primary source using structured
questionnaire developed on five point liker scale. The population of
the study was 986 and complete enumeration was adopted. 750
copies of the questionnaire distributed were correctly filled,
returned and used for the analysis. This study will be of great use to
the investors, shareholders, managers, governments and academia
and the general public by expanding their knowledge on the
predictor variables and employees productivity. Descriptive
statistics and multiple regression analysis were used to verify the
hypothesis set to guide the objectives of the study. All tests were
carried out at 0.05 level. The results of correlation matrix
coefficients indicated that all the independent variables have
negative relationship with dependent variable. It is quite modest to
conclude that job satisfaction has significant effect on increasing
employee productivity. The coefficient of determination R2 And F
value are within acceptable region.
5. Ms. Aditi Acharva and Dr. Shabana (2017): Were worked on the
topic “Drivers of job satisfaction among SAIL. Employees with
Special reference to Bhilai Steel plant.” The study sought to
Identify the main drivers of job satisfaction among employees of
steel authority in India limited (SAIL) Which is one of the first
basic industries of Indian public sector. Specifically it focused it’s
attention on Bhilai steel plant (BSP) as an employer and examined
the extent of Employee job satisfaction, together with its nature and
degree of variation. A survey was conducted among 1000
employees working in the company irrespective of their age group.
Gender and job profile. A total of 23 independent variables with the
dependent variable of job satisfaction were taken in the study. Both
descriptive and inferential statistical techniques were used to
analyse the data collected. A common questionnaire was made and
administered for all employees so as to measure the satisfaction on
a uniform scale using a standard Set of questions. It involves a set
of close ended questions with responses to be indicated on Likert
scale options. The finding is that about 72% (396 out of 548) of all
the officers were found to be satisfied with their job at Bhilai steel
plant while only about 7% (36 out of 548) expressed their
discontent. Among the workers, 74% (334 out of 452) of the
participants reported to be satisfied with their job and mere 3% (16
out of 452) of them voiced their dissatisfaction.

6. Dr. V Lavanya (2017): In her paper tilted “A study on employee

job satisfaction in manufacturing sector”, mentioned that Job
satisfaction ensures that the right employees are recruited and
retained. Employee satisfaction can be measured two ways
 Indirectly by watching trends in employee turnover and directly, by
asking employees about their level of satisfaction via surveys,
interviews and focus groups. The research design chosen for the
purpose of the study is descriptive of which the questionnaire
method was used. The study is concerned with 30 percentage of
employees out of 571. The objectives are to study the employees
perception towards organization and offer suggestions to improve
the satisfaction level of employees. The convenience sampling
method is a statistical method of drawing representative data by
selecting people because of the ease of their volunteering or
selecting units because of their availability or easy access. There is
a general dissatisfaction regarding the transportation facility as it
was not provided to the employees who were working at night.
Most of the employees are dissatisfied with parking facility. There
are no refreshments provided especially for those who stay back
often because of worker.

7. Mr. Anilkumar Barik (2016): In his paper titled “An investigation

on employee satisfaction case from Indian public steel sector. It was
published in International Journal of research in economics and
social Sciences. The purpose of this paper is to examine the level of
employee satisfaction with special reference to Indian Steel sector.
To cater the need of the research, primary as well as secondary
sources of data have used. A random Sample of 312 employees
including senior, middle level, junior level of employees
significantly differs regarding salary with respect to their
experience. Afterwards systematic sampling was done. Data
collection was done using the structured questionnaire through
interview and email response from the employees of the
 organization on distinct 25 parameters like salary, balance between
work and personal life, work environment, welfare measures etc. it
was found that employees are satisfied in general. Further
satisfaction level of employees significantly differs regarding salary
with respect to their experience.

8. Abhilash Vyas (2016): Was researched on the topic “Study on job

satisfaction level of employees at HDFC bank, Delhi”. This project
has prepared to study the impact of different variables such as the
occupational level, Age, education, organizational climate,
economic background and gender on the various factors affecting
the overall job satisfaction of employees working in HDFC bank. In
this project two branches were taken in to account which are HDFC
Uttam Nagar, HDFC Vikas puri. In total 50 employees were
considered for the analysis which were mainly of middle
management. Both primary and secondary data has been used for
this study, primary data such as observation, personal interview,
telephonic interviews and schedules were used and secondary data
such as magazines, journals, Internet, libraries and old records were
consulted. Non probability sampling technique of convenient
sampling was used in the survey. In this study feelings of
dissatisfaction were found to be stemming from the work itself. The
same and the work that was repetitive nature and not apt according
to the qualification of some of the employees were seen also some
of the major factors leading to dissatisfaction were low payment
and job tenure.
9. Prof. (Dr) Subhasish Chatterjee, Dr. Smriti Priya (2016): Were
On the topic ”Employee satisfaction level-Study on multispecialty
hospital”. Employee satisfaction is one of the critical criteria to
improve the efficiency of any organizations. Here the researchers
have picked the multispecialty hospitals a centre to conduct the
research. The main objective of the study is to measure the
employee job satisfaction level and study the employees perception
towards organization. There are 350 employees working in the
organization. Employees are satisfied in to four parts as per their
work methodology and it has been decided to take 30 percent from
each stratum, so finally 105 respondents have taken under
consideration as a sample of the research study. The primary data
was collected from the respondents by administrating a structured
questionnaire and also through observation, interview and
discussion with management. The results of this study provide
relatively strong support for the existence of a positive relationship
among employee, participation in decision making. Job satisfaction
and employee productivity and employee commitment.

10.Biswajitpal (2015): Has investigated the “impact of industrial

relation policies on satisfaction level of employees at Rourkela steel
plant”. The main objective and scope of this study is to determine
the welfare measures, working conditions, employee involvement
and empowerment and the satisfaction level of employees in the
organization. The sample size considered for the study is 150. The
sampling technique used is convenient sampling method that is
based on the availability of the employees the data was collected.
Both primary and secondary data was collected for the study.
 Primary data was collected by questionnaires and the secondary
data was collected from magazines, books, websites andresearch
papers. Further information was obtained through brochures,
reports and documents given by the organization. The outcome of
the study is the organization provides all matters relating to safety,
health and welfare of employees are properly implemented and
found that good industrial relations reduce industrial disputes.

11.Anubhuti Monga, Narinder Verma, O P Monga (2015): has

worked on the topic “A study of job satisfaction of employees of
ICICI a bank in Himachal Pradesh”. The main focus of this study
was to examine the level of job satisfaction also employees of the
ICICI bank in their organisational context. A Convenient sample of
employees at selected six branches of the ICICI bank in the state of
Himachal Pradesh was used. It comprised of 80 employee. A five
point Likert scale questionnaire containing 15 questions extracted
from the short form of Minnesota satisfaction questionnaire (MSQ)
was administered for data collection. Besides, questions on personal
characteristics, the questionnaire included important dimensions of
organizational structure. The results obtained from the analysis is
that, most of the employees were satisfied with the welfare
measures at the workplace as they expressed of having no anxiety,
tension and break down of emotions in dealing with their superiors
and subordinates. This means there is cooperative and helpful
attitude among employees.

12.Dr. A. Sumathi(2014): Has researched on the topic “A survey on

job satisfaction of textile showroom employees in Coimbatore city
This survey was conducted to identify the level of satisfaction in
 terms of satisfied to dissatisfied on various job related factors. The
primary objective of this study is to Study the job satisfaction level
of textile showroom employees and to suggest measures which
might be help the organization in improving the job satisfaction
level among the employees. A sample of 150 respondents was
selected from textile showroom around Coimbatore city using
random convenience ambling. The primary data was collected from
the respondents by administrating a structured questionnaire and
also through observations, interviews and discussion with the
management team. Apart from primary data, the secondary data is
being collected through textbooks, journals from library, academic
reports and internet used for this study. The data is analysed with
the help of simple percentage analysis and chi-square test. Above
60% of the employees are satisfied with wages and bonus schemes
availability and framing of bonus in the company. Half of the
respondents are dissatisfied with the welfare scheme of the
company. Nearly 85% of the employees feel convenient with the
working environment and their management is a participative one.

13.Rashid Saeed et al., (2014), in his study found promotion, pay,

fairness and working condition to be the key factors that contribute
to employee job satisfaction. The study was conducted on 200
telecom sector employees of Pakistan. It was concluded that money
and compensation play an important role in the job satisfaction of
the telecom employees of Pakistan.
14.Gurusamy & Mahendran (2013), in their study found that Salary
occupy the First Rank for determining job satisfaction compared
with other major determinants. The study was conducted on 300
respondents and was limited to the automobile industries of India.

15.Javed and Ramanujan (2011): Examined the influence of

distributive and procedural justice on pay and job satisfaction, they
provided that descriptive justice and procedural justice had
differentiating impact on Job satisfaction and four faces of pay
satisfaction ie; level raise, benefit and administration. The survey
carried out among 122 Indian Managers; It was found that
distributive justice has a more important predictor of all four
dimensions of pay the job on level of job satisfaction among them.
He collected data from 360 engineering faculty members.
Investigate the level of job satisfaction among engineering colleges
on technical university, examine the effects of dimensions of job on
level of job satisfaction among them, and give suggestions to
maintain or improve faculty members job satisfaction were three
objectives of resulting study. The study revealed that the faculty
members were found to be neutral with organizational polities.
Independence, promotional opportunity and satisfied with work
variety, creativity, compensation and social status of Jobs, Job
security, achievement but the faculty members were dissatisfied
with work conditions and recognitions. The literature review
indicates there are many factors which help in achieving employee
satisfaction the factors may doesn’t the type of work. Assigned to
them; work environment, work design etc. Salary is certainly an
Important factor it always does not play such a big role as it looks.
Non-monetary benefits play a bigger role at large. Therefore,
organizations have to have a intellect HRM system on a regular
basis so that it helps in improving the system, work environment,
decreasing the job stress and finally leading to employee
satisfaction and more job involvement. Future studies can focus on
factors such as mentoring, coaching and personal development
plans influencing job satisfaction. The next generation employees,
the Z generation. Is a completely different breed Researches
focused on understanding what influences the employee satisfaction
of these employees will be quite relevant for the organizations.
 CHAPTER-3
INDUSTRIAL PROFILE AND COMPANY
PROFILE, THEORYTICAL FRAMEWORK
 INDUSTRY PROFILE

India is comfortable placed in respect of coconut production. There are

two million plus coconut growers. The plant is unique in the sense that
it is capable of meeting all the basic needs of food, fibre, fuel, timber
and even animal feed. Coconut farming provides employment to nearly
Rs 70 billion to gross domestic product (GDP).

The southern states account for 90 percent of the total production.

Kerala tops with 5400 million nuts while. Tamilnadu with 4190 million
nuts is the second highest product since 2006. Currently, the crop is
grown in 1.91 million hector with an annual production OF NEARLY
14000 million nuts. Corps processing, coconut oil exaggeration and coir
manufacturing are the traditional coconut based industries in the
country.

Kerala popularly known as gods own country these days, originally god
the state’s name from the coconut tree “KERA” in Malayalam language
means coconut and “ALAM” means land, and thus “KERALAM”
because the land of coconut. But these days, the land of coconut is
fighting a battle to preserve the indigenous brand of coconut oil and
other coconut based diversified products. On the other side of battle is
with palm oil, mainly imported from countries like Malaysia. Kerala
has been producing more than enough of multipurpose coconut oil for
long, until the oil with medicinal properties began to fade away and
other states to baton from the state. Every during the peak time, coconut
farm house never got any benefits which were rightly theirs by they
were laboriously producing the coconut and coconut oil. Instead the
middle man took all honours and most of the wealth the sector offered
at that time. Coconut oil was in such a demand that more than two
decades ago the prises sky rocketed and artificial scarcity was created
in the market.
 COMPANY PROFILE

PAVITHRA KERA PRODUCTS is the firm engaged in the production,

marketing and supply of VIRGIN COCONUT OIL in the brand name
of “KERANIDHI”.

PAVITHRA KERA PRODUCTS was established on 2010. It is the

partnership firm consist of three partners (Sri. Kochugovindan, Mr.
Ajith, Sri. Bimal Kumar). The promoter of the firm have realized the
potential demand for the coconut based diversification products and
decided to set up virgin coconut oil unit in ALATHUR.

The product virgin coconut oil has multivarious usages in the

manufacturing of ayurvedic medicines, hair oil, massage oils, skin care
creams and lotions etc. That firms are evolving a self marketing
strategy to sell out their products in various areas at competent rates. In
every business projects, one should be aware of the technical knowhow,
infrastructure and proper marketing support keeping all these points in
mind. The firm produced and sell virgin coconut oil and its value added
products. The company situated in an area where coconut grooves are
common and coconuts are in plenty. Company collect matured coconut
from the farmer’s paying them the best price market.. it will be a relief
to the coconut growing farmer’s and resulted in the upliftment of their
rural farmer’s and using the natural.

Location
PAVITHRA KERA PRODUCTS (AN SSI UNIT) is situated under a
survey number 191/4 in PADUR POST OF KAVASSERY
PANCHAYAT IN ALATHUR TALUK OF PALAKKAD DISTRICT.
The location is well connected by roads in an ideal place for purchasing
raw materials and also have the facility of transportation of finished
goods. The phase power connection is already available in this unit
since common infrastructure such as internal roads, power supplies,
water facilities, transportation facilities etc. are to be obtained.

Mission
The mission is to provide quality products to the people and adoption of
proven technology in processing/product diversification under
technology mission on coconut by Coconut Development Board.

PROMOTERS OF THE FIRM

Sri. C. Kochugovindan, Mr Ajith, Sri Bimalkumar.

MARKETING ARRANGEMENTS AND BRANDING

When the market is stabilized the marketing shall be done by the unit
itself. Output (Virgin coconut oil Branded as KERANIDHI) shall be
marketed by the unit in Kerala, Tamilnadu and other northern states.
There is potential market for export also.

Components of capital cost

Promoter – Rs 27.22 lakhs
Term loan from bank – Rs 41.21. lakhs.
Total capital – 50-100 lakhs
OBJECTIVES OF PAVITHRA KERA PRODUCTS
 Pavithra kera product focusing on complete satisfaction of the
customers.
 Company would achieve inter-national standards of products and
services.
 To provide more employment opportunities.
 To create a brand image.
 To improve the financial performance.

Company Product

1. MAIN PRODUCT
Virgin Coconut Oil:
Virgin coconut oil can only be achieved by using fresh coconut meat or
what is called non-copra. Chemicals and high heating are not used in
further refining, since the natural, pure coconut oil is very stable with a
shelf life of several years.

There are currently two main processes of manufacturing virgin

coconut oil:
 Quick Drying:
Quick drying of fresh coconut meat which is then used to press
out the oil. Using this method, minimal heat is used to quickly
dry the coconut meat and the oil is then pressed out via
mechanical means. But this method is not recommended for the
manufacture of virgin oil.
  Wet-Milling:
With this method, the oil is extracted from fresh coconut meat
without drying first. “Coconut Milk” is expressed first by
pressing. The oil is then further separated from the water. A
method that can be used to separate the oil is with the help of a
mechanical centrifuge. This technology is called wet milling
technology.

2. BY-PRODUCTS:
Coconut chips and parings:
In the process of production of desiccated coconut, the de-husked
coconut is to be de-shelled, paired to get coconut flesh. It is anticipated
that these processes are to be carried out manually, and small pieces are
available which are not suitable for disintegrations. This needs to be
dried with the help of a real dryer and marketed as copra parings which
can be crushed along with copra.

Coconut flour/Defatted Coconut Power :

This is obtained from the residue from the centrifuge. The residue shall
be dried and the by product is called coconut flour. There is already
market of this product by the biscuit and confectionary manufacturers
and for the financial analysis Rs 20/- per KG is included.

3. OTHER PRODUCTS :
Skin Care, Hair Care oil, Gingerly oil, Coconut Natural Vinegar.
Product mix and packaging virgin coconut oil
 100 ml,
 200 ml,
 500 ml,
 1 liter

PROCESSING DETAILS OF VIRGIN COCONUT OIL

Fresh matured coconuts are de-husked and de-shelled. The de-shelling
is done by a special knife to get the kernel in the from of a ball, which
is pared using scrapers to remove the test. In the proposed the dispelling
shall be done with the help of the coconut de shelling machine.

The pared kernel balls are then cut open to drain off the water and the
washed thoroughly in fresh water with help of the SS washing machine
to remove the invert sugars fro the inner surface of the kernel. The
kernel is the ground in to a fine mass using hammer or pin mills.

This ground masses blanched with live steam for about 20 minutes to
bring down the microbiological counts. This blanched mass is then
disinter grated and milk is to be extracted with the help of coconut oil is
to be extracted with the help of coconut milk extractor. Virgin coconut
oil to be extracted with the help of centrifuge. The product is packed in
the food grade PVC bottles. This is to be marketed in the Brand name
“KERANDIHI”. The brown test obtained during paring of kernel can
be dried and the oil extracted which is known as paring oil. The dried
brown test can also be mixed with copra during the extraction of oil.
Now in the changed environment, for de-husking. De-shelling and
removal of coconut parings etc…. Machines are proposed.
QUALITY PACKING ARRANGEMENTS
100 ml, 200 ml, 500 ml, and 1 liter packed in primary packing-food
grade virgin PVC Bottles and packed in the printed corrugated cartons.

QUALITY OF COCONUT
Agmark and Quality certificate from the department of agriculture and
co-operations under the ministry of agriculture, Government of India is
to be obtained. This can be obtained after the commencement of the
commercial production.

Now the product is moving even without Agmark/quality certification

in Tamil Nadu and Kerala. Market study reveals that there is a very
good market for this product in all over India and abroad.
 STRUCTURE OF THE MANAGEMENT OF THE FIRM

Managing Partner

Marketing Manager Finance Manager Production Manager Human Resource Manager

Sales Representatives Cashier Accountant Workers

De-husking Operator De-shelling Operator Boiler Operator Laboratory Operator

Managing Partners:
The highest position of the firm is managing partner. The partners of
the firm manage all business operations successfully.

Under the partners there are 4 managers. They are marketing, finance,
production, human resource development managers. This represents
middle level management.

Marketing Manager:
Marketing manager manages the marketing activities and his assistant
is named as sales representative, they can also manage the marketing
activities like tempo delivery.
Finance Manager:
Finance Manager manages the financial activities that means he should
maintain all books and accounts regarding purchase and sales and his
assistant is named as cashier & accountant.

Production Manager:
Production manager is a person who has the responsibility to meet the
production requirements, its maintenance and avoid breakdowns. In
another word the production manager manages the plant and machine.
Four persons under him are De-husking operator, De-shelling operator,
Boiler operator, laboratory operator.

Human Resource Manager:

Works are in human resources and production section. In the section
unskilled workers are employed. The main function of Human
resources Manager is to look after the safety, security and health of the
employees. The payment of employees is either on piece rate or time
rate system. The payment of skilled workers is time rate system and
payment of unskilled workers is piece rate system.

Personnel Department:
Labours are inevitable for an organization. Quality rather than quantity
of labours are essentially for the success of an organization. In Pavithra
Kera Products, workers are of different categories.
1. Contract basis labours:
The company appointed technical people and labours on a contract
basis. Most of them are from Bihar and Orissa. Payment to them is
done on a one-to-one basis.

2. Casual Workers:
They work for daily wages.

3. Salaried Employees:
It includes managers and office staff. Remuneration paid to these
employees is based on the efficiency and effectiveness of their work.
 THEORETICAL FRAMEWORK

JOB SATISFACTION
Job satisfaction represents a person feeling toward his job. Job
satisfaction is the state of when an employee is happy about his
working condition. The main objectives of every organization is to
retain its employee for a long time. There is no doubt that legal
employee will serve the organization better and longer. This term is
frequently used for individual toward aspects of work situation. The
term job is used in a restricted sense and reference to same specific
task.

Job satisfaction means something more than his not being dissatisfied
with the job it does not mean that he fully satisfied. He may be satisfied
by the work but he may be dissatisfied with the work environment.

Generally it is experienced that job satisfaction relates to inner feeling

of a worker regarding his job while dissatisfaction refers to a set of
attitudes that workers have about their job.

In oxford dictionary job satisfaction is an application of efforts to a

purpose force in actor doing some task. Materials to be operated on
experienced of specific kind of employment especially as men of
earning money as thing.
Lock defined as “work satisfaction as a pleasure or positive emotional
state resulting from the appraisal of one’s work or work experience.
The content that a person with his expectations and values the work
will satisfying”

FACTORS INFLUENCING JOB SATISFACTION

1. ORGANIZATIONAL FACTOR
A. Salaries and Wages:
Wages and salaries play a significant role in influencing job
satisfaction. Living wages are based on the family budget on a cost of
living. It takes into account the social and personal needs of the
workers, providing for his food, house, and education of his children,
medical and other amenities of life. If wages are to give satisfaction,
they must be fair.

B. Promotion Changes:
Promotion leads to higher job satisfaction. Promotion indicates and
motivates employees to the organization. Which highly moderate
boosting Employees take promotion as the ultimate achievement in his
career and when it is realized, he feels extremely satisfied.

C. Company Profile:
Organization structure and policies also play an important role in job
satisfaction of employees. Organization policies also govern the human
behavior in the organization. Liberal and fair policies usually result in
more job satisfaction. Strict policies will create dissatisfaction and the
employees feel that they are not being treated fairly or feel constrained.

D. Job Security:
Job security is an important motivating factor for attaining job
satisfaction. Job security implies that an employee shall enjoy
economic and social security though health and wealth programmers
provide security against sickness, disability, old age, and death if he
continues on the job.

2. WORK ENVIRONMENTAL FACTORS

A. Work Group:
The work group fulfills the need for the social interaction of the
members. The workers have good relation with the following
employees and supervisors, he will satisfy. If the work group enjoys
higher status the job satisfaction will increase.

B. Work Condition:
The work will be more attractive if working condition to the task
workers purposes to accomplish good working condition involve such
facilities as convertible temperature and attractive surrounding etc.

The result of various studies shows that working condition is an

important factor. Good working atmosphere and pleasant surroundings
help increasing the production of industry. Working conditions are
more important to women workers than men.
3. PERSONAL FACTORS
A. Age:
There is a positive correlation between age and job satisfaction of
workers in the advanced age group tend to be more satisfied probability
because they have adjusted with their job condition and less idealistic.
So they are willing to accept available resources and be satisfied about
the situation.

B. Sex:
Studies revealed that women are less satisfied then men due to fewer
job opportunities to females. But female workers may be more satisfied
due to their lower occupational aspiration.

C. Experience:
Job satisfaction tends to increase with increasing years of experience.

D. Role Perception:
Different individuals hold different perceptions about the kind of
activities and behaviour they should engage in to perform the job
successfully. The more accurate the perception of an individual, the
greater his satisfaction.

ADVANTAGES OF JOB SATISFACTION

1. Indication of general level of satisfaction:
A study of job satisfaction gives the management an indication of the
general level of satisfaction among workers of the company. The study
says how the employee feels about the organization. What part of their
feeling needs attention and whose feelings are involved etc. Such a type
of study is a powerful diagnostic instrument for looking at employee
problems.

2. Communication:
The various communications are brought on by job satisfaction surveys.
The flow of communication is in all directions, that is upward,
downward, and laterally, because such surveys are planned, taken up,
and discussed. When we encourage workers to explain what is in their
minds, upward communication may be fruitful.

3. Improved attitude:
The attitude of the workers is improved through job satisfaction studies.
It acts as a safety valve releasing one’s emotions by expressing their
emotions during the course of the survey. On the other hand, it shows
an expression of the management’s interest in employee welfare, which
gives employees a better feeling toward the management.

4. Determining Training Needs:

It determines the training need of the employees and supervisors.
During cause of area the employee are dissatisfied. It help the
management to determine whether the employees or supervisor need
training and in which field so that management can arrange for the
training.

5. Benefits to Union:
Generally executives and union office bear discuss about various wants
of the employees verify such arguments union fairly opposed the
survey resulting in most of the cases support them. Especially when
they know that they will share the results.
 THEORIES OF JOB SATISFACTION

The main theoretical approaches to job satisfaction are as follows:

 Need fulfilment Theory
 Dispositional Theory
 Equity Theory

Need Fulfilment Theory:

According to this theory, a person is satisfied when he gets from his job
what he wants. The more he wants something or the more important it
is to him, the more satisfied he is when he receives it.

Dispositional Theory:
Another well-known job satisfaction theory is the dispositional theory.
It is a very general theory that suggests that people have innate
dispositions that cause them to have tendencies toward a certain level of
satisfaction, regardless of one’s job. This approach became a notable
explanation of job satisfaction in light of evidence that job satisfaction
tends to be stable over time and across careers and jobs. Research also
indicates that identical twins have similar levels of job satisfaction.

Equity Theory:
Under this theory, it is believed that a person’s job satisfaction depends
upon his perceived equity as determined by his input-output balance in
comparison with the input-output balance of another.
 CHAPTER-4
DATA ANALYSIS AND INTERPRETATION
DATA ANALYSIS AND INTERPRETATION
Data analysis and interpretation are the most important step in
research process. The object of the analysis is to summarises the
collected data in such way that provided answers to the questions
involved in the research. An interpretation is the research for the border
meaning for the research findings. Analysis is not complete without
interpretation and interpretation cannot process without analysis. The
data collected was coded, processed ,classified and organized into
tables in order to facilitate efficient analysis from which meaningful
inference could be drawn. The data collected are to be properly
analysed using percentage analysis and presented through charts and
diagram.
 TABLE 4.1
JOB SATISFIED WITH YOUR JOB
Job satisfaction No of respondents Percentage

Highly satisfied 8 16
Satisfied 42 84
Neutral 0 0
Dissatisfied 0 0
Highly dissatisfied 0 0
Total 50 100

CHART 4.1
JOB SATISFIED WITH YOUR JOB
90 84
80
70
60
50
40 Percentage
30
20 16

10
0 0 0
0
Highly Satisfied Neutral Dissatisfied Highly
satisfied dissatisfied

INTERPRETATION
The table reveals that 16% employees are highly satisfied with their
work and 84% of employees are satisfied.
 TABLE 4.2
MOTIVATION FACTOR INFLUENCING EMPLOYEE
SATISFACTION
Motivational factors No of respondents Percentage

Salary increasing 17 34
Promotion 10 20
Good working
14 28
Condition
Motivation 5 10
Recognition 4 8
Total 50 100

CHART 4.2
MOTIVATION FACTOR INFLUENCING EMPLOYEE
SATISFACTION
40
34
35

30 28

25
20
20

15 Percentage
10
10 8

0
Salary Promotion Good Motivation Recognition
increasing working
Condition

INTERPRETATION
The above table shows that 34% of respondents are increase the salary
is the motivation factor and 8% are based on recognition.
 TABLE 4.3
APPRAISAL BASED ON GOOD PERFORMANCE
Performance No of respondents Percentage
appraisal

Yes 45 90

No 5 10

Total 50 100

CHART 4.3
APPRAISAL BASED ON GOOD PERFORMANCE

10

Yes
No

90

INTERPRETATION
The above table indicates 90% of employees are satisfied for
getting appraisal for good performance and other remains are not
satisfied.
 TABLE 4.4
FEEDBACK OF SUPERIORS
Feedback of No. Of respondents Percentage
superiors
Yes 50 100
No 0 0
Total 50 100

CHART 4.4
FEEDBACK OF SUPERIORS

Yes
No

100

INTERPRETATION
100% of employees satisfied with the any feedback given to you by the
superiors after completion of a particular task in a correct time.
 TABLE 4.5
HELP OF SUPERIORS TO IMPROVE PERFORMANCE
Help of superiors No. of respondents Percentage
Strongly agree 11 22
Agree 35 70
Undecided 4 8
Disagree 0 0
Strongly Disagree 0 0

Total 50 100

CHART 4.5
HELP OF SUPERIORS TO IMPROVE PERFORMANCE
80
70
70

60

50

40
Percentage
30
22
20
8
10
0 0
0
Strongly Agree Undecided Disagree Strongly
agree Disagree

INTERPRETATION
Majority of the employees are agreed that superiors are helpful to
improve their performance and 8% are undecided.
 TABLE 4.6
OPPORTUNITIES AVAILABILITY OF THE ORGANISATION
Availability of No. of respondents Percentage
opportunities

Strongly agree 13 26
Agree 32 64
Undecided 3 6
Disagree 2 4
Strongly disagree 0 0
Total 50 100

CHART 4.6
OPPORTUNITIES AVAILABILITY OF THE ORGANISATION
70 64
60

50

40

30 26 Percentage

20

10 6 4
0
0
Strongly Agree Undecided Disagree Strongly
agree disagree

INTERPRETATION
Majority of the member satisfied with this opportunity availability in
the organization and 4% are not satisfied.
 TABLE 4.7
SATISFACTION OF TRAINING PROGRAM
Satisfaction Of No. Of Respondents Percentage
Training Program

Strongly Agree 15 30
Agree 28 56
Undecided 3 6
Disagree 4 8
Strongly Disagree 0 0
Total 50 100

CHART 4.7
SATISFACTION OF TRAINING PROGRAM
60 56

50

40
30
30
Percentage
20

10 8
6
0
0
Strongly Agree Undecided Disagree Strongly
Agree Disagree

INTERPRETATION
The above table reveals that 56%of respondents are satisfied with
training program conducted in the organization and 8% are not
satisfied.
 TABLE NO: 4.8
SATISFACTION ABOUT WORKING TIME
Satisfaction No of respondents Percentage
About
working time

Yes 35 70
No 15 30
Total 50 100

CHART 4.8
SATISFACTION OF TRAINING PROGRAM

30

Yes
No

70

INTERPRETATION
Majority of the employees are highly satisfied in the working time
provided by the organization and others are less satisfied.
 TABLE NO: 4.9
ADVICE AND ASSISTANCE FROM SUPERINTENDENTS
Advice and No of respondents Percentage
assistance

Strongly agree 15 30
Agree 30 60
Undecided 5 10
Disagree 0 0
Strongly disagree 0 0
Total 50 100

CHART 4.9
ADVICE AND ASSISTANCE FROM SUPERINTENDENTS
70
60
60

50

40
30
30 Percentage

20
10
10
0 0
0
Strongly Agree Undecided Disagree Strongly
agree disagree

INTERPRETATION
The above table indicates that 60% of employees are agreed for getting
advice and assistance from superiors and remains are not.
 TABLE NO 4:10
SATISFACTION OF COMPANY POLICY
Satisfaction Of No of respondents Percentage
company policy

Strongly agree 15 30
Agree 24 47
Undecided 5 10
Disagree 6 13
Strongly disagree 0 0
Total 50 100

CHART 4.10
SATISFACTION OF COMPANY POLICY
50 47
45
40
35
30
30
25
20 Percentage

15 13
10
10
5
0
0
Strongly Agree Undecided Disagree Strongly
agree disagree

INTERPRETATION
From the above table reveals that 47% workers are satisfied in company
policy of 10% are undecided.
 TABLE NO: 4.11
SATISFACTION OF SAFETY METHODS
Satisfaction of No of respondents Percentage
safety methods

Yes 50 100
No 0 0
Total 50 100

CHART 4.11
SATISFACTION OF SAFETY METHODS

Yes
No

100

INTERPERTATION
The above table shows that 100% of the opinion that safety measures
are properly implemented in the organization.
 TABLE NO: 4.12
INCENTIVES
Incentives No of respondents Percentage

Yes 45 90
No 5 10
Total 50 100

CHART 4.12
INCENTIVES

10

Yes
No

90

INTERPRETATION
90% of the respondents are highly satisfied with the incentives
provided by the organization, 10% are not satisfied.
 TABLE NO: 4.13
OPPORTUNITIES FOR LEARNING AND GROWTH
PERCENTAGE
Opportunities for No of respondents Percentage
learning and growth
Highly satisfied 10 20
Satisfied 25 50
Neutral 10 20
Dissatisfied 5 10
Highly dissatisfied 0 0
Total 50 100

CHART 4.13
OPPORTUNITIES FOR LEARNING AND GROWTH
PERCENTAGE
60
50
50

40

30
20 20 Percentage
20
10
10
0
0
Highly Satisfied Neutral Dissatisfied Highly
satisfied dissatisfied

INTERPRETATION
From the above table indicates that 50% of employees are satisfied and
10% employees are dissatisfied with opportunity for learning and
growth in the organization.
 TABLE NO: 4.14
QUALIFICATIONS AND SKILL
Qualification and No. of respondents Percentage
skill

Yes 29 58
No 21 42
Total 50 100

CHART 4.14
QUALIFICATIONS AND SKILL

42
Yes
No
58

INTERPRETATION
Most of the respondents are agreed that their work is according to their
skill and qualification and others are not agreed with this.
 TABLE NO: 4.15
AUTHORITY TO PERFORM
Authority to No of respondents Percentage
perform

Yes 45 90
No 5 10
Total 50 100

CHART 4.15
AUTHORITY TO PERFORM

10

Yes
No

90

INTERPRETATION
From the above table clear that 90% of employees' opinion that
company will provided necessary authority to perform their duties
effectively and remains are not.
 TABLE NO: 4.16
TOP MANAGEMENT INVOLVE
Top Management No of respondents Percentage
Involve

Yes 44 88

No 6 12

Total 50 100

CHART 4.16
TOP MANAGEMENT INVOLVE
100
88
90
80
70
60
50
Percentage
40
30
20 12
10
0
Yes No

INTERPRETATION
The above table indicates that 87% of employees are satisfied in
involving management decision making and remains are not.
 TABLE NO: 4.17
MEDICAL FACILITY
Medical facility No of respondents Percentage

Yes 44 88
No 6 12
Total 50 100

CHART 4.17
MEDICAL FACILITY
100
88
90
80
70
60
50
Percentage
40
30
20 12
10
0
Yes No

INTERPRETATION
From the above table says that 86% of the employees are satisfied in
medical facility provided by the organization and 12% of employees is
not satisfied.
 TABLE NO: 4.18
PROUD TO BE WORK IN THE ORGANIZATION
Proud to be work No of respondents Percentage
Yes 37 74
No 13 26
Total 50 100

CHART 4.18
PROUD TO BE WORK IN THE ORGANIZATION

80 74
70

60

50

40
Percentage
30 26

20

10

0
Yes No

INTERPRETATION
Majority of the employees are proud to tell says that work in the
organization and 26% of the employees are not.
 TABLE NO: 4.19
OVERALL EFFECTIVENESS OF HEALTH AND SAFETY
Effectiveness of No of respondents Percentage
health and safety

Highly satisfied 17 34
Satisfied 25 50
Neutral 8 16
Dissatisfied 0 0
Highly dissatisfied 0 0
Total 50 100

CHART 4.19
OVERALL EFFECTIVENESS OF HEALTH AND SAFETY
60
50
50

40
34

30
Percentage
20 16

10
0 0
0
Highly Satisfied Neutral Dissatisfied Highly
satisfied dissatisfied

INTERPRETATION
The above table shows that 50% are of the opinion that safety measures
are properly implemented and 16% are opinions that are not.
 TABLE NO: 4.20
FIREWARNING AND EVACUATION SYSTEM
FIREWARNING NO OF PERCENTAGE
AND RESPONDENTS
EVACUATION
SYSTEM

Strongly agree 14 28
Agree 25 50
Undecided 11 22
Disagree 0 0
Strongly disagree 0 0
Total 50 100

CHART 4.20
FIREWARNING AND EVACUATION SYSTEM
60
50
50

40

30 28
22 PERCENTAGE
20

10
0 0
0
Strongly Agree Undecided Disagree Strongly
agree disagree

INTERPRETATION
From the above table reveals that 50% workers are agreed in fire
warning and evacuation system and 22% are not.
 CHAPTER-5
FINDINGS, SUGGESTIONS AND CONCLUSION
5.1 FINDINGS
 Majority (90%) of the employees is agreed with the appraisal
based on good performance.
 70% of employees are agreed that improved their performance
with the help of superiors
 83% of respondents are satisfied with the present job, 17% are
highly satisfied.
 It is found that 63% of the employees are satisfied with the
opportunity available in the organization.
 It is found that 57% of respondents are satisfied with
training programmed conducted in the organization.
 70% of respondents are satisfied with working time provided by
the company.
 It is found that 60% of employees are get good advice and
assistance from the superiors.
 47% of respondents are satisfied with the company policy.
 It is found that 100% employees are satisfied with safety methods
are provided by the company
 57% of respondents are satisfied with their work is
based on qualification and skill.
 Majority of the respondents are satisfied with authority to perform
their duties effectively. Majority of the respondents are satisfied
with top management involved employees in decision making
purpose.
 It is found that out of 50 workers, 87% of the workers are
highly satisfied for providing by the organization medical facility.
 Majority of the respondents are proud to be work in the
organization.
 50% of employees are satisfied with overall effectiveness of the
health and safety measures.
 It is found that 50% workers are agreed in the fire warning
and evacuation system.
 It is found that 90% of the employees are satisfied with the
incentives provided in the organization.
 Most (50%) of employees are satisfied with the organization
provided good opportunity for learning and growth,
 100% of respondents are highly satisfied with the feedback system
of superiors.
 33% of employees are agreed that increase the salary is the
good motivation factor.
5.2 SUGGESTIONS

1. Management should take remedial measures to improve general

working condition of the firm there by employees will be satisfied
in their job.
2. Management should take proper measures maintain
employee- employer relationship.
3. Proper guidance and counselling should be provided to the
employees so that their mental satisfaction can be improved.
4. Management should provide proper safety measures in the
organization, so the employees will be secured in the job.
5. Management should provide incentives to the employees for
improving their performance.
6. Management should provide more opportunity to employees in
order to participate in decision making.
7. The organization should provide necessary training and
development program for the employee's future development.
8. The company should conduct councelling and seminar to their
employees for providing awareness about health and safety
measures.
 5.3 CONCLUSION
The study was about job satisfaction among employees of Pavithra
Kera Products Alathur, Palakkad. The main objectives of the study
were to the employee's perception towards the organization and also
study the employee satisfaction towards their job, working condition on
a job etc.

Employee's satisfaction is the prime concern for any company. It is

their satisfaction which will pave the way for better results of the
company, and as a consequences, the company will have a better place
among it is rivals. In order to survive in this competitive world,
capturing of international marketing is necessary. To do the same, the
performance and cooperation of employees is in evitable. Hence
achieving this objective more facility should be provided to them.

A sample of 50 respondents were used to study the about topic

though questionnaire and their study reveals the major satisfaction are a
related with working environment, salary, health, welfare facility and
some other areas.

It can be conducted that the study on job satisfaction revealed that

employees of Pavithra Kera Products, Alathur, Palakkad were almost
satisfied with their job and working condition.
BIBILIOGRAPHY
BOOKS

 Abeid a. Amri (2007) “job stress among teachers”, journal of

king saud university, vol,16 (2), pp16-29
 Http abullah mm and parasuram b. (2009), job satisfaction
among secondary school teachers”, journal kemaunusian, vol.13
(1), 10-17

WEBSITE
 http://www.slideshare.net>mobile>
 http://www.shodhganga.inflibnet.ac
 http://www.keranidhi.com
APPENDIX
 QUESTIONNAIRE

“A STUDY ON JOB SATISFACTION OF THE PAVITHRA

KERA PRODUCTS, ALATHUR, PALAKKAD.”

Name :
Gender :
o Male
o Female

1. Age:
o Below30
o 40-50
o Above50

2. Qualification:
o SSLC
o Plus Two
o UG

3. Work experience:
o Below 10 years
o 10-20 years
o 20 years above
4. Income:
o <10000
o 10000-20000
o 20000-30000
o Above 30000

5. Are you satisfied your job?

o Highly satisfied
o Satisfied
o Neutral
o Dissatisfied
o Highly dissatisfied

6. Which oh the following factors motivates you most?

o Salary increases
o Promotion
o Good working condition
o Motivational talks
o Recognition

7. Will you get appraisal for your good performance in your

organization?
o Yes
o No
8. Is there any feedback given to you by the superiors after completion
of a particular task in a correct time?
o Yes
o No

9. Are the superiors helps to you to improve your performance level?

o Strongly agree
o Agree
o Undecided
o Disagree
o Strongly disagree

10. Are there any opportunities (like job rotation, employee

development available in your organization?
o Strongly agree
o Agree
o Disagree
o Strongly disagree

11. Are you satisfied with training program conducted in your

organization?
o undecided
o Strong agree
o Agree
o Strongly disagree
o Disagree
12. Are you satisfied with your working time?
o Yes
o No

13. Are you getting advice and assistance from your superintend at your
work?
o Strong agree
o Agree
o Undecided
o Strongly disagree

14. How much are satisfied with the way company policies put
into practices?

o Strong agree
o Agree
o Disagree
o Strongly disagree

15. Are you satisfied with safety methods that are provided by
the company?
o Yes
o No

16. What are the incentives provided to you by the organization for
your good performance?
o Yes
o No
17. Do you get any opportunity for learning and growth in your
organization?
o Neutral
o Highly satisfied
o Highly dissatisfied

18. Do you think your work is according to your qualification and skill?
o No
o Yes

19. Do you have necessary authority to perform your duties effectively?

o Yes
o No

20. Does the top management involve employee in the management

decision?
o Yes
o No

21. Does the organization provide any medical facility?

o Yes
o No

22. Are you extremely proud to tell people that I work for this
organization?
o Yes
o No
23. Are you satisfied with overall effectiveness of health and safety
measure?
o Highly satisfied
o Satisfied
o Neutral
o Dissatisfied
o Highly dissatisfied

24. How far you agreed with company follow suitable and sufficient
fire Warning and evacuation system?
o Strong agree
o Agree
o Undecided
o Disagreed
o Strongly disagree